Why do employees worry about their jobs? A meta-analytic review of predictors of job insecurity.

Abstract

We used psychological contract theory as a framework to meta-analytically review subjective and objective predictors of employees' perceived job insecurity. Seventy-six samples from 68 studies were included in our review. Results revealed that lower levels of job insecurity are associated with having an internal locus of control, lower amounts of role ambiguity and role conflict, greater amounts of organizational communication, less organizational change, younger employees, and white-collar and permanent work. Moderator analyses further revealed that relations between job insecurity and age, gender, education, and formal contracts are moderated by unemployment rates, countries of origin, and type of job insecurity measure. We discuss theoretical and practical implications for psychological contract theory and occupational health, and offer directions for future research.

Mid-life job insecurity associated with subjective well-being in old age: results from the population-based MONICA/KORA study

“…Health in turn is an important predictor of SWB in later life (23,30). Personality traits may also play a role, individuals who tend to believe that they cannot influence events in their lives (external locus of control) have been shown to both experience higher job insecurity and suffer from more mental health impairments (31,32).…”

The hidden face of job insecurity

“…In recent decades research has considerably enriched our knowledge about the determinants of job insecurity and its consequences for employee well-being (Cheng and Chan, 2008;Keim et al, 2014;Sverke et al, 2006). It has shown that the implications of the fear of job loss for psychological distress are comparable in their severity to those of unemployment itself (Burchell, 2011;De Witte, 1999).…”

Why Do Adaptable People Feel Less Insecure? Indirect Effects of Career Adaptability on Job and Career Insecurity via Two Types of Perceived Marketability

“…Individuals with more highly perceived internal marketability usually have well-developed intraorganizational networks that provide them with such opportunities (Eby et al, 2003). Furthermore, an actual meta-analysis about predictors of job insecurity has shown that organizational communication was negatively, and role ambiguity and role conflict were positively related to job insecurity (Keim et al, 2014). Individuals with high-internal marketability should be better embedded within organizational communication processes and also experience lower levels of role ambiguity and role conflicts.…”